Vividhta Diversity Experts

  In our mission to enable organisations become more inclusive, we at   Vividhta  have been championing inclusion with parity & respect for diversity candidates. Proud to announce our tie up with Saahas–  Acid Attack Survivor’s Foundation . AASF has been supporting such people and helping them become financially independent. With the support of passionate management teams like the team at  Peel-Works , we were able to find employment for Acid Attack Survivors like Saira, Reshma and Shabbo. Shabbo was an infant sleeping in her mother’s lap in 1998 when an acid attack killed her mother and left her with severe burns. She fought a long battle to do her graduation. She has joined as an MIS Executive at Peel-works. Reshma and Saira are acid attack victims. Their positive spirit has landed them a Customer Care Executive job @Peel-Works. Their stories are heartbreaking but do check their smiles in the video – these are stories of grit, survival, resilience and a never give up attitude. To

Pradeep Nambiar, Head of Talent management, Boeing, is a seasoned HR Professional, passionate in driving change with strong focus on outcomes. He has worked in Business Partnering as well as in expert roles in Talent Management, Org Development/Effectiveness and consulting roles. Through this journey Pradeep has exposure to FMCG, Technology, Aviation and Supply Chain businesses. Pradeep shared the video conversation for us to feature on our blog page. He is in discussion with Veena Ramgopalan, Co-Founder, Inroads Leadership Development. While political savviness seems to come naturally to some people, others can learn. Listen in! See more related blog:  https://diigo.com/0hxqub

Viewed through a gendered lens, the word ‘power’ takes on different dimensions. Power is most often associated with strength, which in turn is linked to physical prowess or financial might. When women talk about exerting power or flexing their collective might by coming together, the assumptions are different according to norms set by society. Women have led almost a third of the world’s countries and around the globe, women are gaining unprecedented power and an empathetic sense of leadership. Remember the empathetic leadership of Mother Teresa, Sarojini Naidu, Florence Nightingale, Helen Keller or your Mother. During the current COVID-19 pandemic, people across nations are in need of leaders who can lead them with compassion, transparency and plans by which they can live safely. Women leaders such as Jacinda Arden, Angela Merkel, and several others are leading decisively through well-thought responses to counter the pandemic. Presently, selfless acts of empathy, kindness and co

There are seven simple recruitment process steps that you should follow every time you hire. 1. Know what you need 2. Prepare the job description and person specification 3. Choose where to advertise 4. Review your applications 5. Conducting interviews 6. Checking references, drawing up a contract and offering the job 7. Welcome your new rising star as they settle in Get more info: https://www.vividhta.in/ See more related blog: https://diigo.com/0hvs7a

Diversity can benefit the employer in many ways. Having a diverse group of employees helps to ensure that there will be a wide spectrum of ideas, backgrounds, and skill sets that can help the organization to have more innovative ideas and less likelihood of tunnel vision that comes from not having enough differing perspectives. Here are eight ways to improve the diversity levels in your workplace and get more of the benefits that come from having a diverse workforce: 1. Measure it 2. Remember that diversity is about more than race 3. Focus on retention 4. Pay attention to organizational culture 5. Consider providing diversity training Know more at vividhta.in See more related blog: https://diigo.com/0hqiyl

A lot of companies consider lifestyles, personality characteristics, perspectives, opinions, family composition, education level or tenure elements of diversity, too. 1. Employees are treated with respect: A culture of inclusiveness is rooted in respect. Employees must be treated with and treat others with civility and decency. 2. Employees are valued for their strengths: Effective collaboration, productivity and profitability are, of course, why companies incorporate CliftonStrengths development as a strategy. Though it may seem an unlikely pairing, using CliftonStrengths can help your organization create a culture of inclusion. 3. Leaders do what is right: We ask if the organization is fair to all employees, if supervisors create a trusting and open environment, and if workers are confident leaders will do the right thing if discrimination concerns are raised. Know more at vividhta See more related blog: https://diigo.com/0hp8dt